Taking time off work when your child is sick: know your rights

As Covid cases surge in schools, it is important working parents know their rights to take time off work when their child is sick. The TUC provides some insight…

Coronavirus infections among children increased in England in September after schools reopened, according to a study by Imperial College London.

Many parents of children who have tested positive are trying to juggle their working commitments with looking after their children.

Your rights to take time off work when your child is sick

• Statutory time off work to care for a dependent: As a working parent you have the right to take reasonable time off to deal with a domestic emergency, which includes when your child is ill, and you need time to make alternative arrangements for their care. Around a quarter of working parents use this right each year. Talk to your boss as soon as a problem arises, giving them a reason for the absence and how long you expect to be away. Your employer may pay you, but they don’t have to.
• Paid compassionate or carers’ leave: Some employers provide paid compassionate or carers’ leave. Typically this is around five days per year, to deal with situations like looking after poorly children. Check your employment contract, company handbook or ask your union rep if you’re entitled to this.
• Sharing the burden: Remember that both parents are entitled to time off to look after ill children, so it should not be assumed that mothers will drop everything while fathers carry on as usual. Dads can request time off work to look after their children too.
• Flexible working: some employers will have policies on flexible working, for example flexi-time so you can juggle your hours to manage your care. Check your staff handbook, talk to your union rep or ask your line manager what’s available to you.

Sensible employers will give their staff time off to look after their children when they’re sick, or to make alternative arrangements for their care.

Do you know what the new employment law changes mean to you?